HIE's approach to equality and diversity
HIE want the Highlands and Islands to be a highly successful and competitive region in which increasing numbers of people choose to live, work, study and invest.
We recognise the benefits of a diverse workforce and aim to make our services and assistance available to all.
Equality and diversity is a key component of good management, as well as being legally, required, socially desirable and morally right.
We are committed to maintaining a culture which recognises and rewards individual achievement and merit regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation as well as working pattern, full-time or part-time, and contract status, permanent or fixed term.
Please see the documentation on the right that demonstrates our commitment to implementing the Equality Act 2010.
Under public sector equality duty, HIE has a General Duty to have due regard and the need to:
- Eliminate unlawful conduct, which is prohibited under the Equality Act 2010
- Advance equality of opportunity across relevant protected characteristics
- Foster good relations across relevant protected characteristics.
HIE proactively consider equality when carrying out work by mainstreaming it into our core business. It is not a marginal activity but a key component of what we do.
Specific duties under the Act will be defined by the Scottish Government. These are expected to be enacted in Regulations early in 2012. In the interim HIE continues to develop activity which addresses the General Duty.
Examples of mainstreaming equality include the revision of our equality impact assessment process. It now includes all of the protected characteristics set out above.
HIE also continue to develop a robust evidence base of equality data, both in relation to the delivery of our functions and regarding how we act as an employer. This includes extending arrangements for consultation and involvement to ensure that we take into account the views of people affected by delivery of our functions. As well as being an essential resource for effective impact assessment this provides baseline data to help us establish relevant equality outcomes, which we will trial during 2011/12. This explicitly integrates equality into our corporate planning and reporting.
All of this will ensure that we continue to meet our obligations under the General Duty while building on the work already underway in preparation for the new Specific Duties.
If you have any queries about equality and diversity matters relating to HIE please contact Liz Scott, Equalities Manager on 01463 244206.
